Full Range Leadership Model Essay Writing

Full Range Leadership Model Essay

This paper will explain how Full-Range Leadership Model (FRLM) concepts apply to the current safety situation as well as how I plan to employ these concepts to conduct team-building within the safety office and across the wing to address the traffic-accident trend. Additionally, I will identify the information my team will need to address this trend and our desired goals and measurements we will use to reverse it.
To begin, it is readily apparent that there is a trend of off-base automobile accidents involving service members and/or their dependents. The use of FRLM concepts applied to this situation will be our first step in addressing this problem. The previous approach to curb this trend was unsuccessful. The past approach to combat the rash of accidents was a combination of Laissez-Faire (LF) and Passive Management by Exception (MBE). This was evident in the reactionary approach to the ongoing issue. It is also likely that the trend of accidents began because of LF leadership. Since there was not a trend of accidents before, there was little or no attention paid to driving safety at that time, and this likely created a diminished focus on driving safety.
In order to address this problem, I plan to use various styles of transformational leadership to kludge the Wing Safety office into a cohesive and effective team. To start, it is critically important to use an Inspirational Motivation (IM) style to create a shared vision for wing safety. By aligning our individual and organizational goals, my team members will better identify with the challenges we face and will be willing to exert additional effort to achieve team goals. Lt Johnson would greatly benefit from the IM approach. By getting his heart into the task, we would greatly benefit from his management and marketing skills.
Mr. DeBurgh, on the other hand, would most likely benefit from the Idealized Influence (II) style of leadership. His suggestions have mostly been ignored in the past and this has created an attitude of ambivalence. By using II behavior, demonstrating the shared values of the team and conveying a clear sense of integrity, DeBurgh would buy into the team approach. Accepting his input would give him a sense of purpose in the team. He has given great examples of past successes, which could be used to create a new vision for a viable solution.
The Intellectual Stimulation (IS) style of leadership could also be useful in motivating individuals to try to think of new ways of doing things. This style is very effective with people, like MSgt Jones, who have expertise in the safety field, but requires a change in mindset to accomplish things in a new innovative way. By challenging his old way of thinking about safety, he could develop a new perspective in how to tackle our current issue. This will be even more effective when I pair Jones and SSgt Williams together. Williams is full of new and innovative ideas that when combined with MSgt Jones’ safety...

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The Full-Range Leadership Model Essay

1399 Words6 Pages

The Full-Range Leadership Model (FRLM) describes several approaches to leadership behavior, ranging from passive or non-leadership (laissez-faire) to transactional and transformational leadership theories. This paper analyzes how the FRLM concepts apply to an existing safety concern and demonstrates how these concepts will be employed to conduct team building across the wing to address the traffic-accident trend. Additionally, this paper will identify the additional information that is needed to address this issue. Lastly, goals and measurements will be suggested in order to reverse the situation.
Due to the significant number of serious auto accidents involving service members and dependents, the community has contacted base…show more content…

Lt Johnson could have been better utilized by capitalizing on the generational gap. Also, because Johnson is well connected on base, his network could have been leveraged to better market the campaign. As for MSgt Jones, the flexible schedule could have been interpreted as favoritism by other members of the team, resulting in resentment by other members. Mr. DeBurgh should have been listened to and better challenged. He has multiple years of valuable experience that was worth consideration. Perhaps his old ways of thinking could be complimented by SSgt Williamson and Johnson’s generational new perspectives.
Additionally, Matthews failed to employ effective strategies to combat the situation, and instead of an innovative approach, he utilized traditional approaches such as giving presentations and posting signs. He was unable to develop a sense of team among his staff and he clearly did not know his own team. He was unfamiliar with basic facts and personnel records of his staff. His personal touch was lacking and did not allow him to realize what motivated his team and act on these motivations. Also, he did not listen to nor communicate with his team, which stifled the growth of his staff. In essence, Matthews failed to develop his people due to limited exchange between him and his teammates, a characteristic of laissez-faire leadership. Matthews was ineffective and was unwilling to take the necessary

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